boschgroup
In India, Bosch is a leading supplier of technology and services in the areas of Mobility Solutions, Industrial Technology, Consumer Goods, and Energy and Building Technology. Additionally, Bosch has in India the largest development center outside Germany, for end to end engineering and technology solutions. The Bosch Group operates in India through twelve companies. Bosch set-up its manufacturing operation in 1951, which has grown over the years to include 18 manufacturing sites, and seven development and application centers. Bosch Group in India employs over 31,000 associates and generated consolidated revenue of about ₨.21,450 crores* (2.66 billion euros) in 2018 of which ₨. 15,824 crores*(1.96 billion euros) from third party. The Group in India has close to 18,000 research and development associates. In India, Bosch Limited is the flagship company of the Bosch Group. It earned revenue of over ₨. 12,460 crores (1.54 billion euros) in 2018. Additional information can be accessed at www.bosch.in . Jaipur Plant is the fourth manufacturing Plant, set-up in India in the year 1999. We are a Powertrain Solutions (PS) Plant which is known for it's operational excellence . Our safety standards are a benchmark across RO-IN , which has won us several awards & accolades by Govt. of Rajasthan. We are a team on energetic people who believe in agility & inclusiveness, open & transparent communication across various levels of organization are our USP . We are a Lead Plant for two products , namely; VE Pump (Diesel Fuel Injection Pump) and Nozzle Holder Assembly (both are diesel intrinsic components). We take pride in mentioning that Bosch in India a Great Place to Work certified Company . The purpose of this position is to enable effective HR business partnering by supporting the complete employee talent lifecycle in alignment with organizational needs. The role collaborates closely with business leaders, advocates talent development initiatives, and contributes to creating a sustainable and engaging employee experience while driving organizational effectiveness. Key Responsibilities Partner with business leaders to understand talent requirements and develop HR solutions aligned with organizational objectives. Manage end-to-end employee lifecycle processes, including recruitment, onboarding, performance management, employee engagement, career development, and offboarding. Design and implement talent development programs to support employee growth, capability building, succession planning, and career progression. Provide coaching, guidance, and support to managers on HR policies, employee relations matters, performance management, and people management best practices. Analyze workforce data, people metrics, and trends to identify opportunities and recommend improvements that enhance employee experience and organizational performance. Collaborate with cross-functional teams to ensure consistent application of HR policies, procedures, and compliance requirements across the organization. Support organizational change and transformation initiatives by developing communication strategies, managing employee transitions, and driving change adoption. Contribute to the development, review, and continuous improvement of HR policies, processes, and programs to meet evolving business needs. Mentor and support junior HR team members, fostering knowledge sharing and capability development within the HR function. Drive initiatives that strengthen employee engagement, retention, and overall organizational culture. Education: MBA or MSW with specialization in Human Resource Management. Experience: 5 to 9 years of experience as an HR Business Partner (HRBP), managing the end-to-end employee lifecycle, including talent acquisition, onboarding, performance management, employee engagement, talent development, employee relations, and offboarding. Hands-on experience working with HRIS platforms, preferably SAP HCM/SAP SuccessFactors, including employee data management, reporting, workforce analytics, and HR process administration. Strong analytical and data management skills with the ability to interpret HR metrics, generate insights, and support data-driven decision-making. Proficient in Microsoft PowerPoint and Excel, with the ability to prepare impactful presentations, dashboards, reports, and business analyses. Experience in digitalization, automation, and process improvement initiatives within HR functions will be an added advantage. Knowledge: Competent level of knowledge in Human Resource concepts and Practices Advanced level of knowledge in various HR tools available in the market Functional Skill : Proficient level of skill in HR Analytics Competent level in Influencing, communication and presentation skills Competent in negotiation skills